This year’s theme for National Inclusion Week is ‘Impact Matters’. That is a powerful message that we believe centers around understanding, identifying and measuring impact on marginalised and underrepresented groups, as well as taking tangible action that makes genuine change that matters.
As the energy sector’s largest and most diverse trade association, we often hold in-person, online and hybrid events that bring together a wide range of people – from different backgrounds, different parts of our industry, and different areas of the country. We aim to make sure our events are ‘best in class’ in all aspects, but especially in ensuring inclusiveness. Not only does this improve the experience for those affected – it can often improve it for all attendees. Our role as the energy industry trade body, at the centre of industry, means we have a responsibility to try and guide others – so we’re keen to share our tips on how to plan and deliver an inclusive event, and the impact it brings.
It’s important to remember that inclusivity doesn’t begin when attendees arrive at the event, nor does it end when the event concludes. It’s woven into every step of the process – from ticket booking and pre-event communications to feedback requests afterward.
1. Accessibility comes first
Inclusivity should be a priority from the very beginning, not something added on at the end. When planning an event, consider how the space – whether physical or virtual – can accommodate all attendees.
From making sure there are options to take part online, to ensuring spaces big enough for wheelchair users, we take every step to make our events as inclusive as possible.
Here’s are some of the steps we take to ensure full accessibility at our conferences:
- Hybrid event options for remote participation; this ensures those who are not London-based or have difficulties leaving home can still take part.
- Wheelchair-accessible and step-free venues, with plenty of space for easy movement.
- British Sign Language (BSL) interpreters on stage and all livestreams have closed-caption subtitling.
- Pre-event communications that explain accessibility options and ask whether people have additional needs, so anyone who needs extra support knows they will feel welcome.
2. Safe spaces and quiet places
Having dedicated spaces for attendees to step away from the busyness of panels and networking is vital to creating a welcoming and comfortable event for all guests. It’s also key to recognise the difference between somewhere attendees can step out to take a phone call or meeting, and prioritising safe, quiet spaces for people to take a breather. This is particularly important if your event covers sensitive or challenging topics.
Alongside this, we should make sure there are clear processes in place for attendees, speakers and staff to report anti-inclusive behaviour. These can be communicated in your pre-event communications but it’s also important to make sure guests feel comfortable to speak out should they need to, and know who they can go to.
3. Representation matters
Being able to see people like yourself and have visible role models is a crucial part of feeling included – whether that is at an event, in the workplace or in a social setting. Research from McKinsey shows that when employees can see diverse leaders, they are 1.5 times more likely to feel ‘very included’ than others from organisations without diverse leaders.
The energy sector is no different. This year’s Pride in Energy survey highlighted some brilliant strides, with 73% of respondents rating their own employer as inclusive. However, once again, people are asking for more visible LGBTQI+ role models across the sector.
When organising an event, it’s important to think about the diversity among the speakers and panelists. Whether this be setting hard targets to ensure a 50% gender split or having visible ethnic diversity – it’s important that people feel represented and therefore, able to contribute and engage freely.
This is not just about ticking boxes – it’s about making sure a wide array of perspectives are brought to the table. Which leads to more dynamic, engaging, and impactful discussions.
4. Feedback
Feedback plays a critical role in how to continue grow and improve events. After an event, it’s important to seek feedback, not just from attendees, but also from the venue, ur speakers to see where improvements can be made. By doing this, you’re commiting to continuous improvement and admitting that some things may not have worked perfectly. It’s all part of the process – learning, evolving, and striving to create a more inclusive future.
5. Implementing changes
Once you’ve gathered feedback, act on it. Implement changes for future events and communicate those changes openly. By being open to learning and adapting, you demonstrate your commitment to continuous improvement in your EDI practices.
Energy UK’s commitment to EDI
EDI has always been a fundamental part of the way we operate at Energy UK. However, this year we stepped up our action on inclusivity with a formal commitment to grow and challenge ourselves as well as industry.
Our pledge to diversity and inclusion includes hosting the secretariat of the Young Energy Professionals (YEP) Forum, which gives people with less than ten years’ experience in the industry opportunities to connect with others, develop their skills and inspire others working in energy. Within the next decade the energy industry faces huge transformation.
To make sure we can achieve our clean energy targets, we also need to ensure our industry is attractive, inclusive and accepting of a wide range of upcoming talent.
Our commitment to equity, diversity, and inclusion (EDI) is embedded in every aspect of Energy UK’s operations, from recruitment through to career progression and retention. As both the representative voice of the energy industry and an employer, we are dedicated to fostering an inclusive environment that reflects these values.
This commitment is just the beginning—it formalises the initiatives and processes we’ve already implemented, but we recognise that the journey doesn’t end here. We’re always eager to learn, improve, so we welcome suggestions and case studies of good practices that can help us continue to grow.
